Senior Program Manager, Talent & Culture

PagerDuty (NYSE:PD) is a leader in Digital Operations Management. In an always-on world, organizations of all sizes trust PagerDuty to help them deliver a perfect digital experience to their customers, every time. Teams use PagerDuty to identify issues and opportunities in real time and bring together the right people to fix problems faster and prevent them in the future. Over 13,000 organizations (including 60 of Fortune 100) rely on PagerDuty to succeed with Digital Transformation, Cloud Migration, and DevOps Modernization. Notable customers include GE, Cisco, Genentech, Electronic Arts, Cox Automotive, Netflix, Shopify, Zoom, DoorDash, Lululemon and more. We are expanding rapidly as a platform for Digital Operations Management using AI/ML and Automation and growing our adoption by Development, IT, Customer Service, Security, and other teams across the organization.

Job Overview

This role sits at the intersection of Learning & Development (L&D) and Global Belonging Programs , owning the design, facilitation, and ongoing management of select high-impact experiences across the employee lifecycle. From new-hire and manager orientation to targeted learning programs, Employee Resource Group (ERG) management, and cultural heritage months, this person is a skilled facilitator and program owner who can deliver and scale our people initiatives globally with excellence.

Key Performance Responsibilities

1. Learning & Development Facilitation

• Program Ownership: Facilitate a portfolio of standing programs, including bi-weekly global new-hire orientations and cohort-based development experiences.

• Continuous Improvement: Collect and analyze participant feedback across all modalities (live virtual, in-person, hybrid). Apply data-driven insights and adult learning principles to continuously refine delivery.

• Instructional Design & Materials: Design, create, and maintain high-quality participant workbooks, facilitator guides, job aids, and course manuals that reflect best practices and allow for clean team hand-offs.

2. Global New Hire Experience Strategy

• Onboarding Vision: Lead the strategic vision and continuous evolution of global onboarding to improve employee engagement, retention, and time-to-productivity.

• Cross-Functional Collaboration: Partner with IT, Legal, Compliance, Sales Enablement, and People Operations to ensure a seamless onboarding journey and coordinate global swag delivery.

• Manager Activation: Equip people leaders with tools, playbooks, and training to effectively onboard and integrate new hires into their respective teams.

3. Global Belonging & ERG Programming

• ERG Partnership & Governance: Serve as a strategic partner and liaison to Employee Resource Groups. Establish robust governance frameworks that balance employee autonomy with organizational alignment.

• Flagship Events: Oversee the planning and delivery of major community initiatives, including Arraychella (annual company-wide ERG + Ally event) and the ERG Chair Summit.

• Platform & Budget Management: Manage ERG technology platforms (e.g., Chezie) and allocate budgets effectively to maximize ROI and support scalable growth.

• Strategic Communications: Develop and execute compelling communication strategies to amplify ERG initiatives and cultural heritage moments.

4 . Frameworks & Modern Work Methods

• Human-Centered Design: Conduct needs analyses, focus groups, and design workshops to capture the "voice of the employee."

• Impact Assessment: Design comprehensive measurement frameworks utilizing industry-standard approaches (e.g., Kirkpatrick training evaluation method) to analyze program outcomes.

• AI & Tech Integration: Actively incorporate AI tools into workflows—such as drafting facilitator guides and synthesizing feedback—to build scalable resources efficiently and increase team AI fluency.

Core Competencies

• Expert Facilitator: Strong personal presence with extensive experience delivering content across live, online, and face-to-face modalities.

• Full-Cycle Program Manager: Proven capability to handle needs analyses, iteration, implementation, and impact reporting for multiple global projects simultaneously.

• Collaborative Relationship Builder: Gifted at building high-trust partnerships, managing cross-functional stakeholders, and exerting influence without direct authority.

• Agile & Innovative: Entrepreneurial self-starter who is comfortable with ambiguity, enjoys experimenting with groundbreaking practices, and easily adapts to fast-paced environments.

• Data-Driven Mindset: Passionate about leveraging data and analytics to inform strategic choices and demonstrate program value.

Role Requirements

• Education: Bachelor’s Degree (ideally in HR, Business, Education, Instructional Design, or Communications).

• L&D/Culture Experience: 7+ years of experience designing and delivering large-scale L&D and/or culture programs, preferably in high-growth corporate environments.

• Program Management: 5+ years of experience in a program management role within a People/HR function (Talent, OD, or L&D).

• Methodology: Strong knowledge of Instructional Design methodologies, Organizational Development (OD) practices, and measurement strategies.

Preferred Qualifications

• Master of Science in Instructional Design & Technology or a closely related field.

• Experience applying agile methodology and design thinking to people programs.

• Proficiency with e-learning authoring tools (Captivate, Articulate 360, Adobe Creative Cloud) and multimedia/video editing.

• Familiarity with eLearning design standards (SCORM, AICC).

• Experience utilizing project management tools such as Asana or Monday.com.

• Professional trainer certifications (e.g., CPLP / CPTD, CTT+).

The base salary range for this position is 99,000 - 166,100 USD. This role may also be eligible for bonus, commission, equity, and/or benefits.

Our base salary ranges are determined by role, level, and location. The range, which is subject to change based on primary work location, reflects the minimum and maximum base salary we expect to pay newly hired employees for the position. Within the range, we determine pay for an individual based on a number of factors including market location, job-related knowledge, skills/competencies and experience.

Your recruiter can share more about the specific offerings for this role, as well as the salary range for your primary work location during the hiring process.

Hesitant to apply?

We encourage you to submit your resume even if you don't meet every requirement. We value potential and consider each candidate's full professional story. Whether you're exploring a career change or taking your next step, we look forward to reviewing your application. If this just isn’t the right role or time - sign up for job alerts ( !

Where we work

PagerDuty operates a hybrid work model with offices ( in 8 major cities: Atlanta, Lisbon, London, San Francisco, Santiago, Sydney, Tokyo, and Toronto. While we offer flexibility within our established locations, we cannot employ candidates residing in:

Location restrictions:

Australia: Northern Territory, Queensland, South Australia, Tasmania, Western Australia

Canada: Alberta, Manitoba, Newfoundland, Northwest Territories, Nunavut, PEI, Quebec, Saskatchewan, Yukon

United States: Alaska, Hawaii, Iowa, Louisiana, Mississippi, Nebraska, New Mexico, Oklahoma, Rhode Island, South Dakota, West Virginia, Wyoming

Candidates must reside in an eligible location, which vary by role.

How we work

Our values ( guide how we support customers, collaborate with colleagues, develop products, and foster a culture of belonging. They define not just our actions, but what it means to be Dutonian.

People Leaders at PagerDuty are responsible for creating high performance environments that drive accountability. PagerDuty has four key dimensions that define our Leadership Impact: Lead Self, Lead the Team, Lead the Business, and Lead the Future. Each dimension has three associated competencies to give leaders a shared language for guiding their development, career, promotion, and succession planning discussions. Our Manager Expectations serve as a practical guide for managers to understand their responsibilities, prioritize their efforts, and drive engagement and performance.

What we offer

As a global organization, our total rewards approach is competitive with industry standards and aligned with local laws and regulations. Learn more, including country-specific offerings, on our benefits site ( .

Your package may include:

• Competitive salary

• Comprehensive benefits package

• Flexible work arrangements

• Company equity*

• ESPP (Employee Stock Purchase Program)*

• Retirement or pension plan*

• Generous paid vacation time

• Paid holidays and sick leave

• Dutonian Wellness Days & HibernationDuty - companywide paid days off in addition to PTO

• Paid parental leave: 22 weeks for pregnant parent, 12 weeks for non-pregnant parent (some countries have longer leave standards and we comply with local laws)*

• Paid volunteer time off: 20 hours per year

• Company-wide hack weeks

• Mental wellness programs

*Eligibility may vary by role, region, and tenure

About PagerDuty

PagerDuty, Inc. (NYSE:PD) is a global leader in digital operations management. The PagerDuty Operations Cloud is an AI-powered platform that empowers business resilience and drives operational efficiency for enterprises. With a generative AI assistant at its core, PagerDuty empowers teams to detect and resolve issues in real time, orchestrate complex workflows, and drive continuous improvement across their digital operations. Trusted by nearly half of both the Fortune 500 and the Forbes AI 50, as well as approximately two-thirds of the Fortune 100, PagerDuty is essential for delivering always-on digital experiences to modern businesses

PagerDuty is Great Place to Work-certified™, a Fortune Best Workplace for Millennials, a Fortune Best Medium Workplace, a Fortune Best Workplace in Technology, and a top rated product on TrustRadius and G2.

Go behind-the-scenes on our careers site ( and @pagerduty on Instagram.

Additional Information

PagerDuty is an equal opportunity employer. PagerDuty does not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, parental status, veteran status, or disability status. Your privacy is important to us. By submitting an application, you confirm that you have read and understand PagerDuty's Privacy Policy ( .

PagerDuty is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application process. Should you require accommodation, please email View email address on click.appcast.io and we will work with you to meet your accessibility needs.

PagerDuty uses the E-Verify employment verification program.